This Week's Big 5:

1. School holidays are becoming a real workforce participation headache for employers 🏫
2. UK data protection law is changing and here's what you need to know 📋
3. Bullying at work, is it time for a legal definition? ⚖️
4. Skill Builder for Managing Protected Disclosures 🎓
5. Dear Agony Aunt, how do I hold onto talent during a restructure? 🙋

In other news................our Annual Review of Employment Law is back, turning all those headline grabbing legal changes into plain English before they turn up uninvited in your inbox, with top legal minds and sharp HR insight in Belfast or online on 5th November 2026. First sessions are now live ⚖️

1. Case Law Reviews
2. AI and Employment Law
3. Skill Builder for HR: Managing Protected Disclosures
4. Do we need a legal definition of bullying?
5. School Holidays are emerging as a workforce participation challenge for employers
6. Workplace Well-being
7. Change to UK data protection law
8. Just in Case You Missed It...
9. HR Developments
10. Employment News in the Media
11. GB Developments
12. Free Webinars This Month

Corbett v Orenda Living & PM & KP Ltd [2026] NIIT 61046/25

Summary Description: 

Tribunal was able to determine who the actual employer was for the purposes of a redundancy payment when a store closed down.

Claimant: 

Roberta Joan Corbett

Respondent: 

Orenda Living
PM & KP Ltd

Practical Guidance for Employers:

This is a neat case but one in which determining the correct employer was difficult for the claimant to initially discern.  This was not surprising considering the changing nature of the companies involved in the operation but it did end with one of those companies being on the payslips for the latter aspect of the claimant’s employment.  This provided a fairly easy way for the Tribunal to determine this.  If there is a change in terms of the employing company, then it would be best that all those involved are notified of that change rather than those changes all taking place behind closed doors.

Read the Review in full: 
Corbett v Orenda Living & PM & KP Ltd [2026]

O’Neill v South Eastern Health and Social Care Trust [2026] NIIT 41857/24

Summary Description: 

Claimant successful in sex discrimination claim when comments, during an interview process, were made about her smile and thinking about the panel being naked to calm nerves.

Claimant: 

Gabrielle O’Neill

Respondent: 

South Eastern Health and Social Care Trust

Practical Guidance for Employers:

When it comes to a recruitment exercise, even where there may be a personal relationship, it is important to have a structure and formalism which applies to all applicants equally.  To move off such a structure can open up a situation to comments being made to some applicants and not to others.  In this situation, it was a comment made which the Tribunal found was only made to a female applicant and would not have been made to a male comparator.  Therefore, having such formalism and training reflecting that will be useful in ensuring protection for the employer.

Read the Review in full: 
O’Neill v South Eastern Health and Social Care Trust [2026]

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These case reviews were written by Jason Elliott BL.  NI Tribunal decisions are available on the OITFET website.

If you have any queries or wish to comment on the reports please feel free to contact Jason at: jasondelliott@outlook.com 

Jason Elliott was called to the Bar of Northern Ireland in 2013 and is the Associate Head of School of Law at Ulster University. As a practising barrister, he has developed a largely civil practice representing individuals, companies and public bodies in litigation.  This covers a wide range of areas including personal injuries, wills and employment law. In terms of employment law, he has represented both applicants and respondents in the Industrial Tribunal.   At Ulster University, Jason lectures extensively on the civil areas of practise such as Equity and Trusts and delivers employment law lectures for both undergraduate and postgraduate students.

Remember: Our case law reviews are held in our case law section on our fully-searchable employment law hub website.

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Ford rehires human engineers after AI fails to match quality checks

The BBC reports Ford says it has hired back some human engineers after AI failed to match their skills and experience. In a bid to reap the benefits of the tech, which developers claim can cut costs and boost productivity, the US carmaker adopted it across some parts of its operations including for quality checks. But, according to Bloomberg, external, its executives said the firm has rehired more than 300 "veteran" quality inspectors in recent years to make up for the pitfalls of automated systems. More from the BBC.

AI hiring and wages surge as they outpace jobs market

Demand for AI skills in the UK has surged strongly, with job postings for specialist AI roles rising by 61% from last year – from 112,000 to 180,000 in 2025 – and returning to levels last seen in 2022, according to PwC’s 2026 AI Jobs Barometer. More from HR Director.

AI for HR Weekly Podcast with Barry Phillips 🎙️

Hub subscribers are beginning to request that our Chairman, Barry covers a particular AI topic in a future podcast. If you have a request, send it to him directly at barry@legal-island.com - he’ll feel like a DJ from the 80s…...🎧

You can tune into the latest episode right here - or, if you’re on the move, why not take us with you?

Listen on all major platforms: 🎧 Spotify or Apple Podcasts

Simply search for “AI for HR Weekly Podcast” and enjoy expert insights anytime, anywhere.

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Skill Builder for HR: Managing Protected Disclosures

📅NEW DATE: Wednesday, 8th July 2026 

🕒 12:30 - 14:00 (1 hour 30 mins)

📍 Live online 

Think whistleblowing is dry? Think again. This session tackles the real-world challenges HR professionals face when managing protected disclosures. It covers keeping information confidential and balancing competing interests, as well as navigating sensitive interpersonal dynamics and running investigations smoothly. Led by employment law experts Michelle McGinley, Director of Legal & Policy this session goes beyond theory, sharing practical insights that you can apply immediately.

Legal Island Employment Law Hub Members receive two FREE Skill builder places*

*As part of their subscription - worth £270. T&Cs apply.

Find out more about all the upcoming Skill Builder for HR sessions HERE. 

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It’s well-established how painful bullying can be for the victim, and we all recognise the consequences it has for wellbeing, retention and organisational culture. Despite our collective understanding of the impact of bullying, there is currently no statutory legal definition of workplace bullying in UK law. Diane Timmins, a GMB Union branch president and regional committee member, argues a statutory definition would provide employers, unions, and employees with some much-needed clarity and consistency. You can read more on this from the Law Gazette.

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School holidays are increasingly creating challenges that extend beyond family finances. New research from Creditspring found that more than half of UK parents have reduced their hours, taken unpaid leave or turned down work because of school holiday childcare. As costs rise and workforce participation is affected, employers may need to rethink how they support working parents through flexible working, workforce planning and family-focused wellbeing strategies. HRD Connect has more.

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Queen’s Joins UK-Wide Effort To Cut Absenteeism and Improve Workplace Wellbeing

Queen's University Belfast will collaborate on a major UK initiative to create healthier workplaces and promote sustainable employment, as part of a £1.8 million programme supported by the National Institute for Health and Care Research (funded by the UK's Department of Health and Social Care). Experts warn the UK faces a significant challenge, with 2.78 million people currently out of work due to ill-health. Employers are estimated to face annual costs of £18.8 billion, alongside further pressures on the NHS and welfare systems. More here.

And…

A third of employers only direct employees to health and wellbeing support when requested

New research from the employee benefits experts at Everywhen shows that the most common method for encouraging employees to make use of health and wellbeing support is to only direct them to support when requested. Nearly a third (32%) of employers stated they signpost support on demand, which Everywhen is advising is often not the best approach. More from HR News here.

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From 19 June 2026, a significant change to UK data protection law has taken effect, placing a statutory duty on employers to facilitate and manage data protection complaints. This change, introduced by the Data (Use and Access) Act 2025, fundamentally alters how workplace data disputes must be handled. Previously, employees could take a complaint directly to the Information Commissioner’s Office (ICO). The new law requires that individuals must first raise their concerns with their employer, giving organisations the primary responsibility for resolving data protection disputes internally. More from HR Director.

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The Employment Law Hub is a comprehensive, jurisdiction-specific resource designed for HR professionals, legal advisors, and business leaders. It centralises essential employment law and HR updates, expertly curated and written by leading HR and legal specialists to provide reliable, practical, and authoritative insights. We have over 700+ in depth articles and 1000+ case law reviews. As a subscriber, you have access to all of this. Check it out the full Hub here and below are some recent articles you may have missed.....

Dear HR Agony Aunt: How do I retain talent and protect morale during restructuring?

Crystel Robbin Rynne, CEO of HR Locker answers this months dilemma: "We are going through a significant restructure and while the business case is sound, our people are anxious and disengaged. Rumours are spreading faster than our communications and some of our best people are quietly looking elsewhere. How do I protect morale and retain talent when I cannot share everything I know?"

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HR still needs to address flight risks

With so many headlines about high unemployment, it’s not surprising that employers feel complacent about employees not wanting to leave. But not paying attention to your flight risks could prove difficult once the job market starts to recover, says Bharat Siyani.  Staff retention strategies aren’t a top priority right now. That’s what I’m hearing from some employers at the moment, and I do understand where they’re coming from. More from Personnel Today.

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The Irish Congress of Trade Unions has issued a statement expressing their disappointment at the lack of progress on the Good Jobs Bill. Read it here.

An employment tribunal has ruled against Rockstar Games, one of the most powerful and profitable tech studios in the world, by refusing to strike out a claim by the Independent Workers of Great Britain (IWGB) union. The union brought a case, on behalf of 31 of its members, against the company for anti-union activity and blacklisting. Read more.

Resident doctors are taking part in an industrial action in a dispute over pay. The 24-hour industrial action began at 07:00 BST on Monday and will end at 06:59 on Tuesday. It comes after consultants and specialist doctors went on strike last week - the first time for these two groups of doctors in Northern Ireland. Health Minister Mike Nesbitt said he remained committed to implementing this year's pay award but was currently unable to do so in the absence of an agreed budget. More from the BBC.

Mr Jennings, who is evangelical Catholic and has autism spectrum disorder, applied for a Work Coach role with the DWP. After receiving a job offer, he requested adjustments including the removal of Pride-related imagery, pronoun promotion and LGBTQ+ symbolism from the workplace, arguing that such material conflicted with his religious beliefs and triggered significant distress linked to his disabilities. The DWP declined these requests and, ultimately, he did not take up the role. Mr Jennings brought claims for indirect discrimination because of religion or belief and failure to make reasonable adjustments. You can read more on this from Old Square Chambers.

Cambridge University Hospitals (CUH) has referred itself to the Information Commissioner’s Office (ICO) after it found that about 40 members of hospital staff accessed the medical records of a three-year-old boy hurt in a crocodile enclosure. The hospital is investigating each of the workers’ actions to determine if they had a legitimate reason for looking at his information. More from Personnel Today.

A former airport security supervisor has been awarded more than £45,000 after an employment tribunal ruled she was unfairly dismissed over her sickness absence record. Susan Caroline, who had more than seven years' service at Aberdeen Airport, was dismissed by security services provider ICTS (UK) in December 2024 after recording 55 days of sickness absence over a 21-month period. Her absences included shoulder surgery, Covid-19, a flu-like illness and shoulder pain. More from People Management.

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NB: Please note these articles relate to GB and do not apply in Northern Ireland, unless otherwise stated.

Draft code of practice on tipping released

Employers in GB will be required to consult workers before introducing or reviewing workplace tipping policies under revised statutory guidance published by the government ahead of new rules due to take effect in October 2026. The government has published its response to a consultation on tipping legislation alongside a revised draft Code of Practice reflecting additional obligations introduced by the GB Employment Rights Act 2025. More from Personnel Today.

Harassment under the Employment Rights Act 2025: What are the key changes employers need to be aware of?

Third party harassment is one of the most significant changes introduced by the Employment Rights Act 2025 ("ERA 2025").  It comes into force in October this year, and the liability can be significant.  In this article, Mishcon de Reya suggest ways in which employers can prepare themselves for it. More.

‘Protected conversation’ ruling limits employer’s bid to hide evidence

An Employment Appeal Tribunal (EAT) has ruled that a so-called “protected conversation” cannot be used to hide evidence from claims such as unpaid wages or part-time worker discrimination, even if the same evidence is inadmissible for an ordinary unfair dismissal claim. More from HR Director.

Managers emerge as employers’ biggest concern ahead of unfair dismissal reforms

Managers failing to address issues in good time is the biggest concern for employers preparing for upcoming unfair dismissal reforms, according to new research from WorkNest. More than half of employers (54%) said their biggest concern about hiring under 6-month unfair dismissal protection is their managers on the frontline, who leaders are reliant on.  The findings, from over 800 HR professionals and business owners, come as employers prepare for a reduction in the qualifying period for unfair dismissal claims from two years to six months from January 2027. More from HR News.

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Employment Law at 11 - Real Cases, Real Lessons

If you didn't get to join Seamus McGranaghan, O'Reilly Stewart Solicitors & Christine Quinn, Legal Island in the latest Employment Law at 11 as they discussed NI caselaw - shoplifters, swearing and ChatGPT, don't worry - you can catch up here.

 
Seamus and Christine will return with Employment Law at 11 on Friday 7th August. Register here. 

Enjoy your weekend!

Legal Island

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